We help you achieve a high performing organisation by aligning Individual, team and organisation with KPI’s that can translate into success
- Are you getting the most from your people?
- Are your strategic objectives being delivered?
- Are your managers just filling in forms, and not really managing performance?
Then SHL’s Performance Management is for you.
Competitive pressures mean organisations are continuously striving to achieve higher productivity and need ways to achieve this, balanced with personal/career development.
Appraisal is often a painful, low-value process — managers view it as time consuming and paper heavy. Poor appraiser skills leave appraisees demotivated rather than enthused and some line managers lack the confidence and skills to manage performance properly. Performance Management looks to developing skills and processes that support continuous performance improvement.
Performance Management interventions allow organisations to:
- Gain a clear understanding of how individual performance is linked to the organisation’s mission, strategies and goals.
- Provide clarity and context to individuals and teams as to what they must to achieve organisational objectives.
- Provide a systematic structure to review performance.
- Link performance improvement plans to objective and achievement of better results in future.
What is it?
- An Internet based intervention, Performance Solutions, built to support best practice, yet flexible enough to fit with client specific situations.
- A consultancy support package to help you get the most from your performance management processes, from beginning to end.
- We aim to achieve:
- Clear understanding of how individual performance and the organsiations mission, strategies and goals are linked
- Clarity and context for individuals and teams on their organisational objectives
- Systematic performance review structure
- Performance improvement plans linked to objectives and achievement of better results.
- Development focused on achieving key objectives for organisational success
What are the key features?
SHL can support you in implementing a Performance Management Process from start to finish as outlined below:
Monthly updates on performance
Diagnose where performance most needs to improve
Pinpoint critical process, skill or behaviors issues
Identify ways to bridge the gap
Agree clear actions to improve performance
Implement actions
Review sasses against actions
The SHL ‘Must Do’s in Performance Management
Content
1. Focus on Core Objectives
2. Emphasise Inputs as well as Outputs
Process
3. A living process owned within the line
4. Simple, structured and repetitive
5. High quality Feedback and Coaching
Why does it work?
- We are able to provide a comprehensive offering — covering all aspects of Performance Management process design, from diagnosis through to implementation.
- We have structured tools for diagnosing issues (Appraisal Audit Questionnaire) and supporting on-going Performance Management (Performance Solutions).
- We carry out regular benchmarking surveys of Performance Management practices to stay abreast of current issues (most recent survey published in 2003).
- We have a large group of expert practitioners in Performance Management with qualifications in Occupational Psychology, Human Resources and Business.
- We have directly relevant experience of implementing highly effective Performance Management systems on both a small and large scale in several public and private sector organisations.
What have we done in the past?
With the merging of 2 international technology companies, a consistent performance management process was required across different regions and cultures. The process also needed to support a culture change programme and instill a culture of High Performance with an overriding aim of obtaining a 25% market share by 2006. Finally, there was a need amongst managers for clarity on performance expectations; career development opportunities etc.
SHL’s role was to support the implementation of a new performance management process designed by the newly merged company, which was introduced across EMEA from January 2003. SHL’s main involvement has been to design and implement the first Module of training to support the 1st stage of the PM process “Setting Objectives, understanding the role of competencies and continuous monitoring”.
What have client’s said?
“The workshop has been an eye opener for me, and I have learnt different things that I can put to good use”
“Not only will this help me personally but also my staff by involving them each step of the way when setting job descriptions and objectives targets”
“Would have struggled without this course”